HR Pulse - Winter 2008 - (Page 32)

Bullying as Gender Harassment Discrimination in the Operating Room By Susan Strauss, RN, Ed.D. Recent, ﬁrst-of-its-kind research suggests the abusive (bullying) behavior that physicians direct toward female and male registered nurses in the operating room may not be bullying after all, but rather illegal gender-based sexual harassment and discrimination of the female nurses. A Midwestern state-wide study examined physician bullying behavior to RNs that is often reported in operating rooms to determine if there was a difference in the pervasiveness, severity, and impact of the behavior based on the gender of the nurse. The gender disparity was apparent suggesting that female nurses who are bullied may actually be experiencing gender-based sexual harassment and discrimination. The study’s results have far-reaching liability implications to hospitals and physicians because unlike bullying, federal law prohibits harassment and discrimination. Female and male RNs and anesthetists completed a questionnaire in which they identiﬁed the frequency and severity of personally experiencing 20 different unwelcomed bullying-type behaviors. Because the Civil Rights Act Title VII and the Equal Employment Opportunity Commission (EEOC), which outlaws discrimination and harassment, recognize that an employee does not need to be the direct target of harassment to be victimized by it, the questionnaire also asked the nurses to identify the frequency and severity of the same 20 behaviors that they witnessed. In addition, the nurses indicated the gender of the physician bully/harasser, and what, if any, impact the behavior had on their work. And ﬁnally, nurses were asked to write about a personal experience and to share any additional information they felt was important. Interestingly, male RNs were more likely to experience three and witness one of the 20 behaviors more frequently than their female colleagues. However, female RNs were much more likely to identify many of the behaviors as severe, unlike their male counterparts. The women nurses experienced 12 and witnessed 14, of the 20 behaviors as severe. The abusive behaviors ranged from what may be considered minor (e.g., experienced my contributions being ignored and not given praise I deserved) to potential criminal behavior such as experiencing threats of physical harm; being shoved, pushed, or bumped into with unnecessary force; being slapped, 32 HR Pulse Winter 2008 A s the human resources manager, you have just had another OR nurse complain about some of the surgeons yelling, throwing instruments, and swearing in the OR. You’re concerned, knowing that the behavior could mean something serious. You have read that sexual harassment and abuse to nurses by physicians is well documented. What else do you need to know so you can act ethically and legally?

Table of Contents Feed for the Digital Edition of HR Pulse - Winter 2008

HR Pulse - Winter 2008 Contents Pulse Points Executive Director’s Letter President’s Message HR Leader Profile: Karmen Reid Advocacy is for Everyone A Case Study in Raising Voices Diversity Management Measuring What Matters Bullying as Gender Harassment Combat Workforce Changes Hardwiring Accountability Immigration Frustration HR and Education Making Exit Interviews Count Management Styles that Enhance Intrinsic Motivation Backup Care Fact or Fiction 10 Ways to Lose Your Best People Advertisers’ Index

HR Pulse - Winter 2008

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